2023-04-20 13:26:03
The profession of advanced practice nursing (APN) is struggling to establish itself. Thus, salaried APNs in the public and private sectors receive “insignificant” salary recognition and come up once morest the “inertia” of institutions. These elements come from a survey carried out in early April by the National Union of APNs, which took into account 331 responses (73% in the public sector). The union assesses the salary, hierarchical and organizational conditions and the difficulties encountered, and proposes “urgent regulations”, in particular on salaries.
The survey shows that in the public, around 28% of IPAs are experiencing a drop or no increase in their net salary compared to their former FDI salary. The average increase is 97 euros (on average +4.1%), the median is 50 euros. In the private sector, the average increase is 353 euros (+16%). The union denounces the very weak incentive for IDEs to engage in demanding training and responsibilities.
10 people declare having had a loss of salary, and 63 that they have no change, which represents a proportion of 28%.
In the public sector – in the private sector, the data is roughly equivalent – the average waiting time to access an APN position is 7.98 months and the median is 6 months, which represents figures considerable and demonstrates significant difficulties in taking up positions. The reasons cited in the responses are:
– the absence of a budget for job creation;
– shortages of nurses which encourage management to place APNs in IDE positions;
– the lack of organization of structures which did not prepare for the return of professionals;
– the setting up of title competitions.
« The lack of communication » yelling at authorities regarding the arrival of IPAs on the ground led to a ” lack of knowledge of professionals and institutions, to which is added an inertia which complicates the taking up of positions, even greatly delays them“, evidenced by the many months of waiting before occupying a position for some of the IPAs.
In the public sector, 24% of respondents (26% in the private sector) do not exercise their new skills directly following obtaining their diploma, although they have received funding from their institution.
In addition, regulatory obstacles appear once once more in this survey: thus the “ organizational protocol » and its ignorance greatly limits the activity of IPAs. Its removal is an absolute necessity. In addition, at the public hospital, in the context of a medical shortage, the “many temporary workers or replacements have not signed a protocol, preventing the IPA from exercising. Moreover, the choice not to establish a clear hierarchical model leads to a lack of readability and clarity on the place of APNs in institutions. ” Many inequalities are created concerning the missions invested. “In the field, the” lack of communication glaring from the authorities (…) leads to a great ignorance of professionals and institutions… ».
Lack of knowledge of the profession is once once more a very important obstacle, requiring a lot of explanation work at the local level, which is complicated by a lack of anticipation of the structures.es.
Début avril 2023, une enquête sociologique (1) menée par l'IRDES, étudiait les pratiques des infirmières en pratique avancée (IPA) en soins primaires. En dépit de l’intérêt exprimé pour leur nouvel exercice, toutes décrivaient des difficultés majeures pour construire une activité clinique et investissaient en complément des activités de coordination d’équipe pluriprofessionnelle, ou continuaient en parallèle à exercer en tant qu’infirmière généraliste. 1- Infirmière en pratique avancée (IPA) en soins primaires : la construction difficile d’une profession à l’exercice fragile, Luan L. et Fournier C. (Irdes). Avec la collaboration d’Afrite A. (Irdes) ; Questions d’économie de la santé n° 277 – Avril 2023 (PDF)
• UNIPA survey April 17, 2023: State of play of salaried IPAs. (PDF) Main author: Jordan JOLYS, Vice-President
in charge of regional networks. Secondary authors: Emmanuel HARDY, President Hélène KERDILÈS, Vice-President Training Laurent SALSAC, Deputy Secretary
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#Employee #APNs #lacking #recognition
